Large employers will be legally required to introduce workplace menopause policies from 2027 under government plans to reduce the number of women leaving the workforce due to severe symptoms, according to a report.
The move, reported by the i Paper, forms part of the Employment Rights Bill and is intended to address the estimated £1.5 billion annual cost to the UK economy caused by menopausal women exiting work, according to a government-commissioned review.
The measures will include flexible working options, such as home-based roles or adjusted hours, to help women remain in employment while managing symptoms like fatigue, anxiety and brain fog.
From next year, employers of all sizes will be able to adopt menopause action plans voluntarily, with official guidance made available. But by 2027, firms with 250 or more staff will be under a legal obligation to do so.
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The Women and Equalities Unit said the aim was to ensure that “every organisation benefits from harnessing the talent, creativity and brilliance of women in their workforce”.
Menopause driving women out of work
An estimated one in 10 women in work during menopause leave their job due to symptoms, the Department for Work and Pensions (DWP) review found. A further £191 million is lost through sick leave, and presenteeism — when employees continue to work while unwell — costs businesses an additional £22.4 million.
Work and Pensions Secretary Liz Kendall said menopause was still seen as a taboo in many workplaces and that failure to act was “holding back our nation’s growth”.
The government wants to raise the overall employment rate to 80 per cent. Currently, the employment rate among adults aged 16 to 64 stands at 75.3 per cent.
As the number of older women in the workforce increases—there were 4.6 million economically active women aged 50 to 64 in the UK last year—the lack of workplace support is becoming a more urgent issue.
The DWP review warned that menopause symptoms “can impair confidence and wellbeing at work and, to a lesser extent, the ability to effectively do their jobs”.
Co-op among firms already taking action
Some employers have already introduced dedicated menopause policies. Retailer Co-op, which brought in support measures in 2019, includes peer networks, manager training and personalised support plans as part of its offer to staff.
The group said it was “proud to support colleagues at every life stage” and welcomed the government’s renewed focus on reproductive health and workplace rights.
Other organisations — such as Charles Stanley, St James’s Place and the Financial Conduct Authority — have introduced policies offering flexible schedules, extra rest breaks or access to specialist advice.
Menopause Friendly, which provides training for employers, says organisations should not wait for the legislation to come into force. It advises firms to act now by training line managers, reviewing HR policies and developing a workplace culture where employees feel comfortable talking about menopause.
Wider employment reforms underway
The menopause requirement forms part of a broader workers’ rights package led by Deputy Prime Minister Angela Rayner. Other measures include a right to request flexible working from day one and a “right to switch off” from emails and work communications outside contracted hours, both due to be introduced in 2027 following consultation this winter.
The Trades Union Congress has welcomed the flexible working proposal but urged ministers to go further by requiring employers to specify flexible options in job adverts.
A TUC poll earlier this year found 74 percent of voters support easier access to flexible work, including 63 percent of Reform UK voters and 64 percent of Conservative voters.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
